Glaxosmithkline Case Study

PART(A)

GlaxoSmithKline is a leading organization that has a long history in its field. It is important to shed the light on its history to have background information about its first operation and to refer to the factors that helped it to have its outstanding position in the field of business. GlaxoSmithKline began operations on 1 January 2001 following the merger of GlaxoWellcome plc and SmithKline Beecham plc, but their combined histories go back much further than that. During World War II, the company focused on producing pharmaceuticals for the war effort. Glaxo's parent company, Joseph Nathan & Company, was dissolved, and Glaxo became an independent public company in 1947. Near the end of the 1970s, Glaxo suffered from the effects

The company mission is “to improve the quality of human life by helping people to do more, feel better and live longer.” The company is also interested in the employees who work for it. GlaxoSmithKline, like many other organizations, is looking at ways to best respond to the changing demographics of its workforce. It is worth mentioning that the average age of a GSK employee is 42 and the average age of retirement from the company is 62. GlaxoSmithKline hopes to develop effective means to help its employees work well together, provide them with flexibility, and help them to prepare for retirement while preserving their expertise. GlaxoSmithKline is committed to maintaining its position as an employer-of-choice so it can go on employing the best talented and skilful personnel. GlaxoSmithKline struggles to create a collaborative atmosphere for its employees, not only to increase their performance but also their standard of life. GSK’s mission is to improve the quality of human life by enabling people to do more, feel better, live longer. They are doing this by developing innovative products and improving access to healthcare for patients around the

K. Prahalad and Gary Hamel. It can be defined as "a harmonized combination of multiple resources and skills that distinguish a firm in the marketplace". Core competencies fulfill three criteria: Provides potential access to a wide variety of markets. A Core Competency is a deep proficiency that enables a company to deliver unique value to customers. It embodies an organization’s collective learning, particularly of how to coordinate diverse production skills and integrate multiple technologies. Such a Core Competency creates sustainable competitive advantage for a company and helps it branch into a wide variety of related markets. Core Competencies also contribute substantially to the benefits a company’s products offer customers. The litmus test for a Core Competency? It’s hard for competitors to copy or procure. Understanding Core Competencies gives the chance to companies to invest in the strengths that differentiate them and set strategies that unify their entire